International Management

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Quick Facts

10th July 2023

  • International organisations need to make a choice between having a global HR strategy and using local HR strategies instead. Choosing Between a Global and a Local HR Strategy

  • If deciding on a global HR strategy, it is important to consider the extent to which local adaptations to the global strategy are permissible, desirable or necessary. The Scope of the Strategy

  • Proponents of a global HR strategy argue that, among other things, a global HR strategy helps recruit talent, provides economies of scale and makes transfers between countries easier. Advantages of Global HR

  • Online recruitment can be part of a global HR policy but has advantages and disadvantages. Global Recruitment Strategies

  • Transfers internationally of existing staff are driven by factors such as transferring technical expertise, training local nationals, exercising control over operations overseas, improving communication and understanding between headquarters and operating units, increasing mobility, building up an international management cadre and developing the careers of employees. International Transfers of Existing Staff

  • Staff selected to work overseas should have qualities such as gaining the respect of local staff, adaptability, communication skills, initiative, discretion, a truly international corporate outlook and the ability to cope with stress. Selection of Suitable Staff

  • Staff working overseas may need help and advice prior to departure, on arrival, during the assignment and when returning home. Help for Overseas Staff

  • Remuneration for overseas staff needs to be considered differently between local staff in each country and expatriates. Global Compensation and Benefits Packages

  • The benefits of global training include speed of delivery, cost and global branding. However, employers should consider the extent of globalisation, what it is intended to achieve and the issues to be considered to ensure that training is appropriate and effective. Global Training

Summary

Organisations operating not only in the UK but also in other countries have to consider how they manage a range of matters including:

  • cross-border recruitment

  • assignments of employees from one country to another

  • compensation and benefits

  • training and development.

This topic considers the choice between a global and a local HR strategy and the advantages of choosing a global strategy as well as implementing one. It also looks at international recruitment and international transfers of existing staff.

Employers' Duties

Employers’ duties in connection with international management are centred on:

  • checking what legislation is relevant in each country in question

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International Management: Resources

Downloads

Contract clause confirming the jurisdiction of seconded employees working overseas

This clause confirms that the terms and conditions of employment for employees seconded to work abroad continue to be in accordance with the law of England and Wales, Northern Ireland or Scotland.

Contract clause confirming the location of UK employees seconded to work overseas

This clause confirms the normal place of work of employees during a secondment to work overseas.

Contract clause on accommodation for seconded employees working overseas

This clause gives the maximum cost the company will pay to provide accommodation for an employee seconded overseas, and the employee’s obligation to maintain this accommodation in good order.

Contract clause on company contribution to school fees for seconded employees working overseas

This clause details the maximum contribution the company will make to school fees for employees seconded to work abroad, and how this payment will be made.

Contract clause on duties for seconded employees working overseas

This clause gives an employee’s job title and normal duties during a secondment overseas, and explains that these may be amended by the company as necessary.

Contract clause on existing contract of employment for seconded employees working overseas

This clause confirms that terms and conditions of employment for employees seconded overseas remain the same as those agreed prior to the secondment.

Contract clause on expenses for seconded employees working overseas

This clause details what expenses an employee seconded overseas may claim from the company, and how such claims should be made.

Contract clause on returning to the UK for employees seconded overseas

This clause explains an employee’s right to return to a position of no less favourable terms and conditions after a secondment abroad than the position they held before the secondment.

Contract clause on salary for seconded employees working overseas

This clause provides an employee’s salary and its UK equivalent during a period of secondment to work abroad, and outlines how it will be paid.

Contract clause providing travel to and from the UK for employees seconded to work outside the UK

This clause details annual travel to and from the UK paid for by the company for employees (and their families) seconded to work outside the UK.

Policy for employees travelling and working abroad for short periods of time

This policy includes information on procedures to be followed and the rights of employees who are required to travel and work abroad for less than three months. The policy outlines visa, immigration and tax requirements and gives information on safety and security.

Reviewed 10 July 2023